Four Year Analysis of Career Fair Interventions
Why Inclusive Leader Events Work To Increase Student Belonging at a Predominantly White Institution
Prepared By:?
Tayah Butler, director of Poole Diversity, Equity, and Inclusion
Aaliyah Kelly, intern of Poole DEI Office
Heather McAllister, Graduate Assistant Poole Undergraduate Career Services
In Spring 2017 the Poole Undergraduate Career Center Director inquired about how to serve historically underrepresented minority, URM, groups in the career services offerings. After inquiry and some evaluation of practices of the undergraduate career programs, my team and I suggested an intervention for the bi-annual career fair event to create more inclusion and sense of belonging of URM students while attending the career fair events. The intervention combined three “best practices” for equity and inclusion into one elegant solution. In this summary, these practices and interventions are outlined.
Widely documented research and assessment of higher education co-curricular programs have identified the following barriers to inclusion of historically minoritized students at predominantly white institutions:
The Inclusive Leader Events mitigate these barriers by doing the following:
1.Creates critical mass for students of color
By identifying one specific time of the day (in this case before the expo begins) that intentionally addresses questions and concerns of minority groups, we reach a critical mass of students who identify with one another, therefore, decreasing the sense of isolation and increasing the sense of belonging. The timing of the intervention, in this case, the breakfast, is also of significance in that it brings students early before the crowds surge and allows the students to ease into the predominantly white event.
2. Increases representation of role models
The breakfast event sends an open invitation and signal to companies to diversify the representation of minorities at the overall event. Without the designated time and “meeting place” of the breakfast, recruiters who come from minority groups are spread across the expo and could be otherwise difficult to find and interact with. These role models are essential for students of color to engage with and form longer lasting connections. The breakfast creates a critical mass of role models and allies for students to access during the rest of the day and beyond in their career search journey.
3.Validates student cultural capital
The breakfast breaks the cultural normalizing of code-switching and whitewashing. The designated time to practice with other students and recruiters of similar identities normalizes the use of their authentic selves in the career fair experience.?
Findings
?? The event consistently attracted the target audience attending the career fairs, (average 90 students in fall semesters and 55 students in spring semesters, average of 30 participants during virtual events).
?? Students consistently reported an increased sense of confidence and sense of belonging following the interventions.
?? The event increased participation of employer representatives over time in DEI related conversations
? The event provided constant positive income, funding additional student programming
When asked “how you felt after attending an Inclusive Leader event”:
?? 94% of respondents report attending “somewhat” or “significantly” increased their sense of belonging in the Poole College Career Fair.
?? 88% of respondents report attending “somewhat” or “significantly” increased their sense of confidence to connect with recruiters.
?? 100% of respondents report attending “somewhat” or “significantly” increased sense of connection to those encouraging their development.
When asked “how much you learned at an Inclusive Leader event”:
?? 60% of respondents report learning “quite a bit” about DEI best practices.
?? 64% of respondents report “very much” able to judge if a company’s DEI practices meet their needs.
Student Feedback
Students reported an increased sense of belonging.?
“ it's great to hear that there are companies where we do not have to sacrifice our identity and the things we are passionate about. Hearing about the sense of community and opportunity to create change has been inspiring!”
“I am very thankful for these inclusive events, specifically the breakfast. I’m not sure how Poole would have been for me without them. These events where I can speak openly about my identity helped me to ease into and be more comfortable speaking to recruiters and interacting with other professionals.
Students reported an increased sense of sense of confidence:
"I attended the Inclusive Leaders event every single semester that it was available because it was so beneficial to me. It gave me a chance to connect with employers who I knew shared the same values that I do in the workplace. This was good for not only networking and helping me in my career opportunities but teaching me about what the workplace would be like post-grad and what qualities I should value as I am looking for jobs."
“This event also helped develop my confidence in such environments.”
Students reported an increased sense of connection.?
“I met so many people on these events that I am still in contact with.”
“hearing these stories is helping me to redefine what is it that I’m looking for in moving forward with my career path. It is encouraging and tells me that I can find a company that facilitates a culture that aligns with my values.”
“I enjoyed hearing the perspectives from a diverse group of people from diverse corporate backgrounds.”
Inclusive Leader events gave me and other students the opportunity to engage in conversations and truly get to meet the recruiters on a deeper level than expected from the career fair. This allows us to further find out which career is the best fit for our whole selves.
Participation Rates in Career Fairs & Inclusive Events
Date of Event: Fall 2016
Count of minorities at ILC events: NA
Count of minorities during day’s Fair: 285
Date of Event: Spring 2017
Count of minorities of at ILC events: NA
Count of minorities during day’s Fair: 184
Count of all group participation at Fair event: 657
Date of Event: Fall 2017
Count of minorities of at ILC events: 85
Count of company representatives (and total companies) at ILC events: 24 (8 companies)
Count of minorities during day’s Fair: 208
Count of all group participation at Fair event: 974
Date of Event: Spring 2018
Count of minorities of at ILC events: 59
Count of company representatives (and total companies) at ILC events: 48 (16 companies)
Count of minorities during day’s Fair: TBD
Count of all group participation at Fair event: TBD
Date of Event: Fall 2018
Count of minorities of at ILC events: 112
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Count of company representatives (and total companies) at ILC events: 48 (16 companies)
Count of minorities during day’s Fair: 326
Count of all group participation at Fair event: 1386
Date of Event: Spring 2019
Count of minorities of at ILC events: 54
Count of company representatives (and total companies) at ILC events: 45 (15 companies)
Count of minorities during day’s Fair: TBD
Count of all group participation at Fair event: TBD
Date of Event: Fall 2019
Count of minorities at ILC events: 88
Count of company representatives (and total companies) at ILC events: 48 (16 companies)
Count of minorities during day’s Fair: 326
Count of all group participation at Fair event: 1399
Date of Event: Spring 2020
Count of minorities at ILC events: 45
Count of company representatives (and total companies) at ILC events: 30 (10 companies)
Count of minorities during day’s Fair: TBD
Count of all group participation at Fair event: TBD
The following events were held virtually?
Fall 2020
12
15 (15 companies)
Spring 2021
44
17 (17 companies)
Fall 2021
13 (13 companies)
Resources Used
Fall 2017
Expenditures: $1,220
Income: $1,470
Net: $250
Spring 2018
Expenditures: $3,679
Income: $10,250
Net: $6,340
Fall 2018
Expenditures: $4,643
Income: $8,750
Net: $4,107.23
Spring 2019
Expenditures: $6,450
Income: $11,300
Net: $4,230.00
Fall 2019
Expenditures: $3,074
Income: $12,000
Net: $8,926.44
Spring 2020
Expenditures: $5,332
Income: $10,275
Net: $4,943
Virtual Events
(no expense or income to report)
Future Recommendations
The following tools were used to synthesize future recommendations.
Recommendation 1
Extend interactions between students and recruiters to the day prior of the main event. Adding an “Inclusive Recruiting Reception” to the night prior to the career fair allows for more casual and less pressure on students to ease into networking. Event objectives should be creating mentorship and an atmosphere where valuing authentic connections is the priority.
Recommendation 2
Create engagement with identity salience throughout the Career Fair Experience.
Designate times for themed “meet-ups” all throughout the day so that students can take a break from the expo floor and find community as well as get valuable information from companies that support identity specific initiatives. Meet up themes suggested:
The meet-up should happen at hour intervals during the day and be listed as “events” in the Career Fair Plus app so that students can plan ahead and sign up for. The location of the meetings is suggested for the Lobby and indicated by large-format posters with the theme, meet-up time, and companies planning to represent listed.
Recommendation 3
Utilize a dedicated program coordinator to assist as the go-between of Career Services and DEI office to be the point of contact for companies and logistical support for the reception and the meets up during the Career Fair day.
This report is also available due to the dedication and resilience of many students who served as volunteers and interns for the Poole College Diversity and Inclusion Director. We thank you!
Intercultural/DEI educator, trainer, and recruiter | Certified HR professional
2 年This is really good work! Would love to chat more with you on this subject.
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